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How to make learning stick; a 3 act play with 5 actors
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How to Make Learning Stick
2
It ends up in a landfill…
What happens to most training?
3
Why Training Doesn’t Stick
No Opportunity to Apply new Knowledge and Skills
Lack of Peer Support
No Manager Support
UnclearExpectations
No Mentor
Participantsnot Prepared
4
Transfer of Training Matrix
Pre-Learning Learning Application
40% 10% 50%
5
…is likely to stay in the
classroom or PC when
the employee goes back
to work.
Training that’s a one-time event…
Training seems so easy, but…
6
Transfer of Training Matrix
Executive
Mentor
Learner
Trainer
Manager
Pre-Learning Learning Application
X X
X
Transfer of Training Matrix
Manager
Pre-Learning
Know learning objectives Participate in assessments Set learner expectations Encourage learner
During Learning
Protect learner from
Interruptions Teach programs Check in with learner Plan post-training
debrief
Application
Safe practice environment Be a coach/role model Evaluate performance Collect stories of application Determine ROI Participate on mentor learner calls Utilize toolkit
Transfer of Training Matrix
Trainer
Pre-Learning
Participate in needs assessment Modify program for audience Give objectives/ materials in advance Promote mentoring Create job aids and on-line support
During Learning
Adapt to learner experience Provide relevant examples Give practice opportunity Give immediate feedback Foster experimentation Foster self discovery Help learners build meaningful IDPs
Application
Build ongoing communities of learners Collect stories of application Collect ROI Refresh and communicate new material
Transfer of Training Matrix
Pre-Learning
Participate in needs assessment Commit to learn new skills and behaviors Complete pre-work Determine how to apply the training
During Learning
Actively participate Develop realistic action plans (IDP) Practice new skills and behaviors
Application
Meet with manager and mentor to review PDP Apply new skills and implement action plan Network for support Ask your team/peers to help Make success stories Determine ROI
Learner
Transfer of Training Matrix
Pre-Learning
Agree to become a
mentor Understand mentor
role
During Learning
Get to know your learner Be curious instead of always giving advice Understand the training program
Application
Be available Ask great questions Guide learner self-
discovery Recruit peers as
mentors Be a content SME
Mentor
Transfer of Training Matrix
Pre-Learning
Promote a learning culture, not just a doing culture Fully understand the content Serve as a role model for reflection and improvement
During Learning
Become a teacher Show up and ask how
learners will apply the
material
Application
Actively promote story telling Ask learners how they
apply the knowledge and behaviors Participate on mentor/ learner conference calls
Executive
• Adults are autonomous and
self-directed
• Adults become engaged when
they are asked about content
rather than being told
• Adults learn best in bite-sized
pieces
• Adult’s learn best when they
are having fun
• Adults are autonomous and
self-directed
• Adults become engaged when
they are asked about content
rather than being told
• Adults learn best in bite-sized
pieces
• Adult’s learn best when they
are having fun
Essential Components for Learning Transfer
• Adults are practical – they want
to know how the lesson will be
useful to them on the job
• Adults use their experience
and knowledge as a reference
for new learning
• Adults must see a reason for
learning something
• Adults are goal-oriented and
want organized, clearly defined
learning experiences
• Adults are practical – they want
to know how the lesson will be
useful to them on the job
• Adults use their experience
and knowledge as a reference
for new learning
• Adults must see a reason for
learning something
• Adults are goal-oriented and
want organized, clearly defined
learning experiences
WMU Provides Sustainable Learning for the Road Ahead
